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Extension regulations

A)Care responsibilities An extension on the grounds of care responsibilities will be granted only if you can show that you are taking or have taken parental, maternity or care leave, or that you have combined a part-time research appointment with care responsibilities. The care responsibilities must have related to a child/children (aged 12 or under) who was/were part of your own household

Pregnancy/parenting leave women:

Female researchers who have given birth to a child/children are granted a standard extension of 18 months per child, irrespective of the length of the pregnancy and/or parental leave and irrespective of when the children were born.

Parental leave men:

Male researchers are granted an extension of up to 1 year per child born in the period since the doctoral award, but only to compensate for formal reductions in working hours. A distinction is drawn between children under the age of 4 and children aged between 4 and 12, see the scheme below.

Parental leave for men must concern children (max. age 12 years) who are part of the own household. It concerns children who are blood relatives or relatives by marriage in the first degree

Male researchers should demonstrate the formal reduction in working hours by submitting documents from the Personnel & Organisation department of the employer.

Calculation
table compensation parental/care leave (male
researchers)

Full-time care
responsibilities

Part-time care
responsibilities

Children under the age of 4

…
months x 1.0 fte care x 1 yr extension

…
months x 0.? fte care x 1 yr extension

Children aged 4 to 12 years

…
months x 1.0 fte care x 0.5 yr extension

…
months x 0.? fte care x 0.5 yr extension

Care leave:

In the case of leave taken to care for blood relatives or relatives by marriage in the first degree, compensation will be given for any formal reduction in working hours. The formal reduction in working hours should always be supported by submitting documents from the Personnel & Organisation department of your employer

B) Illness In the case of prolonged illness the formal reduction in working hours will be compensated (see table below). The formal reduction in working hours should always be supported by submitting documents from the Personnel & Organisation department of your employer.